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Management Training Formats


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Everyone knows the importance of continued training in this

very competitive economy. Management training is typically a

2-5 day event, complete with travel. The information is

taught very quickly. Its like trying to drink out of a fire

hose. You also are leaving your business shorthanded at the

same time. After said trip the tendencies to fall back into

your same old habits. I'm curious how interested folks might

be in a self study formatted system. A system that you could

help you decide on a goal, format a plan and achieve desired

results. The kind of system that lets you follow your vision

while still giving the needed format & steps to get you

to your goal.

 

1. Are you aware of any self-study management training

material such as a textbook, videotape, cassette tape or PC

based program? If so what is the name/title?

 

2. If self-study management training materials were made

available, would you be interested in obtaining it? Why or

why not?

 

3. If you were in the market to obtain a self-study

management training program, which of the following formats

would you prefer?

 

- Textbook

 

- Video Tape

 

- Combination Book and Video Tape

 

- Audio CD

 

- Combination Book and Audio CD

 

- PC Based Multimedia (Interactive CD)

 

- Website based text book & blog

 

4. What content would you want to be included in such a

program? (i.e. write-up and dispatch processes, pricing

policies, how to determine profit margin, how to properly

equip the shop, setting up the shop, productivity analysis,

environmental issues - waste material management)

Robert Depontes

Manager

A-1 Auto & Diesel, Inc.

Fort Walton Beach, Florida, USA

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I do a lot of self study, plus I read a lot. I have a personal goal to read one business book per month. As you may know, in addition to being a shop owner, the co-founder of AutoShopOwner, I also work as a business consultant and business coach for Elite Worldwide. I also do seminars. Business training for shop owners is crucial for sucess.

 

While I think that self study has it's place and has value, most people are not that deligent to following through on a program by themselves. Most need to be held accountable. The reason why live training works is because of the human contact the trainer has with the audience. The problem with live training is that it can be a sacrifice in time to attend the seminar, plus training only works when its done on a continuos bassis, just as in technical training.

 

Training that invloves all the elements (live, self study, webinars, etc) works the best in my opinion, that's what Elite does.

 

I appreciate you posting this. As you stated, in today's econmic climate shop owners need to view themselves as business people and that means a commitment in contiuous improvment in the areas of business management, sales, marketing, finance and leadership.

 

Great post; thanks...

 

I try to read as much as I can as well. Most of what I read could be classified as "generic leadership" material. Any recommendations on material specifically for shop owners?

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  • Have you checked out Joe's Latest Blog?

         5 comments
      I recently spoke with a friend of mine who owns a large general repair shop in the Midwest. His father founded the business in 1975. He was telling me that although he’s busy, he’s also very frustrated. When I probed him more about his frustrations, he said that it’s hard to find qualified technicians. My friend employs four technicians and is looking to hire two more. I then asked him, “How long does a technician last working for you.” He looked puzzled and replied, “I never really thought about that, but I can tell that except for one tech, most technicians don’t last working for me longer than a few years.”
      Judging from personal experience as a shop owner and from what I know about the auto repair industry, I can tell you that other than a few exceptions, the turnover rate for technicians in our industry is too high. This makes me think, do we have a technician shortage or a retention problem? Have we done the best we can over the decades to provide great pay plans, benefits packages, great work environments, and the right culture to ensure that the techs we have stay with us?
      Finding and hiring qualified automotive technicians is not a new phenomenon. This problem has been around for as long as I can remember. While we do need to attract people to our industry and provide the necessary training and mentorship, we also need to focus on retention. Having a revolving door and needing to hire techs every few years or so costs your company money. Big money! And that revolving door may be a sign of an even bigger issue: poor leadership, and poor employee management skills.
      Here’s one more thing to consider, for the most part, technicians don’t leave one job to start a new career, they leave one shop as a technician to become a technician at another shop. The reasons why they leave can be debated, but there is one fact that we cannot deny, people don’t quit the company they work for, they usually leave because of the boss or manager they work for.
      Put yourselves in the shoes of your employees. Do you have a workplace that communicates, “We appreciate you and want you to stay!”
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